This work represents the culmination of a rigorous doctoral research project that explored the intricate relationships between human resource practices, organizational justice, and the well-being of female employees in Moroccan organizations. Grounded in a thorough review of theoretical frameworks and empirical evidence, the study examines how gender-sensitive HR practices contribute to employee well-being, highlighting the mediating role of organizational justice.
Drawing from key theories, including the Theory of Social Exchange, the Psychological Contract Theory, and Organizational Justice Theory, the research identifies critical determinants of well-being in the workplace, such as work-life balance, fair compensation, and inclusive policies. Through an empirical investigation employing a quantitative methodology, this book sheds light on the challenges faced by women in the workforce and offers actionable insights for fostering equitable and supportive organizational environments.
Beyond its academic significance, this work holds substantial practical value for managers and policymakers aiming to promote diversity, equity, and inclusion in the workplace. By bridging the gap between HR practices and organizational justice, it provides a roadmap for creating environments where employees, particularly women, can thrive.”
